HRM %26 Industrial Relations(内部资料)

ChrisJarvis1HRM&IndustrialRelationsHRM&IndustrialRelationsChrisJarvis2HRM&IndustrialRelationsIndustrialRelations–definingthescopemale,FT,unionised,manual,“heavy”industries&publicsector,restrictivepractices,strikes&collectivebargaining?Employeerelations-morediversejobs:non-manual,female,PT,non-union,services,hightech,“new”businessetcFocus=regulationofemploymentrelationship(control,adaptation,adjustment)-legal,political,econ,social,historicalcontexts.“Collectiveaspects”?“operatingwithin&outsidetheworkplaceconcernedwithdetermining®ulatingemploymentrelationships.”ChrisJarvis3HRM&IndustrialRelationsComparativeHRMUnitaryMarxistPluralisticLabourmarketSocialactionSystemsControloverlabourprocessInputConversionOutputConflictdifferencesInstitutions&processesRegulation(rules)ApproachestoIRWiderapproachesEvolutionRevolutionCooperationConflictAuthoritarianPaternalismChrisJarvis4HRM&IndustrialRelationsCapitalistsocietyintegratedgroupcommonvalues,interests,objectivesoneauthority/loyaltyirrational+fractionalcoercionintrusiveanachronisticonlyacceptedifforcedUnitaryPluralisticMarxistAssumeNatureofconflictConflictresolutionTURole•Post-capitalistsociety•Sectionalgroups-coalesce•differentvalues,interests,objectives•competitiveauthority/loyalty(formal/informal)•inevitable,rational,structural•compromise+agreement•legitimate•internal,integraltoworkplace•acceptedroleinecon&managerialrelations•Capitalist•Divisionoflabour/capital•socialimbalance+inequalities-power,wealthetc•inherentinecon.&socialsystems•disorder-precursortochange•changesociety•employeeresponsetocapitalism•mobilise,expressclassconsciousness•developpoliticalawareness&activityChrisJarvis5HRM&IndustrialRelationsInput-outputmodelconvertpotentialforconflictintoregulationreconcileconflictsofinterestthroughlegitimate,functionalprocesses&institutionsattheheart.......collectivebargainingregulatoryoutputRules:unilateral,jointorimposedbygovernmentsubstantial&proceduralarrangementswithin-the-organisationorexternalrules(law,nationalagreements)varyingdegreesofformalityChrisJarvis6HRM&IndustrialRelationsSystemsapproach(Dunlop1958)IR-asocialsub-systemwithintheecon.&politicalsystemsComponentsactorscontexts(influences&constraintsondecisions&actione.g.market,technologigy,demography,industrialstructure)ideology-beliefsaffectingactorviews-sharedorinconflictrules-regulatoryelementsi.e.theterms&natureoftheemploymentrelationshipdevelopedbyIRprocessesStable&orderlyUnstable&disorderly?ChrisJarvis7HRM&IndustrialRelationsSocialaction(Bain&Clegg)actorperceptions&definitionof“reality”determinebehaviour,actions,relationshipsworkorientationisasmucharesultofextra-organisationalexperienceasexperiencewithintheworkplacestructuralfactorsmaylimitindividualchoice&actionboundedrationality-interrelateddecisionsmayfixorsignificantlyshiftvalues,focus,rolesorrelationships.instrumental&value-basedconsiderationsChrisJarvis8HRM&IndustrialRelationsControloverlabourprocesstransformationininputsbylabourusingtools&methods.Products,undercapitalism,becomeexchangable,marketablecommodities.Relevancetobanking,retailing,localgov’tetc?labour-capitalrelationship-essentiallyexploitative(ownership,surplusvalue,logicofefficiency&savings,structuresofcontrol.Braverman-toachievecapital’sobjectives-specialisation,standardisation,simplification,substitutetechnologyforlabour(Taylor),de-skilling?Critique?Core+peripheralemployees.SegmentedlabourmarketsJobenrichment,empowerment&responsibleautonomyPersonalcontrol&bureaucraticcontrolChrisJarvis9HRM&IndustrialRelationsLabourMarket-howworkisdistributedwithinsocietyIssuesincreaseinwomen’sactivityrateslevel+natureofunemployment,longvs.short-termjobsmanufacturingèservice+globalisationvs.localmarketregulationstrategies+duallabourmarketsEconomiclabourmarketmodelPay=pricemechanism(SS/DD.elasticity&equilibrium)Onemarket(same£forall)ordifferentiatedbyskill,job,locationetc.assumesPricing+Work-disutility.WagescompensateforlessleisureMarginalproductivitygainfromusingoneextraunitoflabour“institutionalised”labourmarket-wagefloor,goingrate,range(quartiles),collectivebargainingvs.individualnegotiation.ChrisJarvis10HRM&IndustrialRelationsLabourMarket-socialacceptance&hierarchiesPossibleIssuesUnskilled,semi-skilled&skilled.Blue-collar,white-collar.Professionalisation.Otherdesirethesame.UKrecognitionof“engineers”UK“class”system&differentialaccesstoeducation(privateschools)&labourdivisions.GovernmentinterestPassive&activepoliciesRetirementage,unemploymentbenefit,training,jobsupportWhopays-viataxationordirectEr/Eecontributions?Interventionist&corporatistapproaches(stateregulation)Deregulation-free,flexiblelabourmarket,paydecidedby“abilitytopay”.ChrisJarvis11HRM&IndustrialRelationsEconomicenvironmentUKde-industrialisation+manufacturingdeclineincreasingliberalisation,internationalisation&globalisationoftradegovernmentmanagementofeconomye.g.Keynesianvsmonetarism.increasinginequalityinwagedistributionindustrialrestructuring&introductionofnewtechnolo